Our goal as recruiting partners is to help create an interview process that effectively evaluates talent while providing a positive experience for candidates. A well-designed process is crucial for attracting and selecting the best talent for your organization. Below are key considerations and suggestions to help you create an efficient and effective interview process.

Understand the Importance of a Well-Designed Process

A thoughtfully designed interview process:

• Allows you to effectively evaluate candidates' skills and experience.

• Ensures buy-in from all relevant stakeholders.

• Reflects positively on your company's brand, as candidates often share their experiences on platforms like Glassdoor and Blind.

• Helps you find candidates who not only have the right skills but also align with your company's values and goals.

Determine Who Should Be Involved

Choose your interview panel carefully:

• Include people who will work directly with the new hire.

• Involve the direct manager and potentially the skip-level manager.

• Be cautious about including too many people in the process. Too many interviewers can lead to decision paralysis and make moving candidates quickly through the process logistically-challenging.

• Consider interviewer bandwidth and have backup interviewers.

• Exercise caution when including direct reports in interview panels. While it can provide valuable insights, it may also create a complex dynamic. Evaluate this on a case-by-case basis, considering team dynamics and the specific role.

Decide on Timing and Location

When scheduling interviews, consider:

• Batch interviews: Set specific days/times for interviewing multiple candidates.

• Rolling interviews: For ongoing hiring needs, create dedicated interview blocks on interviewers’ calendars.

• For location, weigh the pros and cons of virtual vs. in-person interviews. Perhaps consider a combination of the two for hybrid or in-office roles.

• Virtual interviews offer more flexibility with scheduling and access to a wider candidate pool. Video and phone calls are ideal for remote roles, but keep in mind that technical issues may arise.

• In-person interviews virtually eliminate the risk of technical difficulties, can provide better assessment of soft skills like interpersonal communication, and give candidates a better feel of the workplace environment. On the other hand, they can be time-consuming and costly.

Define What to Evaluate

The goal is to assess if candidates:

• Have the right skill set and experience for the role.

• Can contribute effectively to the company.

• Show interest and motivation.

• Demonstrate coachability for any skill gaps.

• Focus on evaluating both hard skills (e.g. technical abilities) and soft skills (e.g. communication, collaboration, coachability). Avoid using the term "culture fit" as it can lead to unconscious bias. Instead, focus on "values alignment" or "cultural add."

Structure Your Interview Process

Consider the following when structuring your process:

• Number of interviews should correlate with the seniority and impact of the role.

• Types of interviews to consider following an initial recruiter screen:

  • Technical assessment or skills test

  • Behavioral interview

  • Panel interview

  • Case study or presentation

• Be mindful of the time commitment required from candidates. A lengthy process can deter candidates, while a process that is too short limits how in-depth candidates can be assessed.

Conduct Effective Debriefs

After interviews are complete:

• Gather feedback from all interviewers promptly and individually.

• Require interviewers to provide detailed feedback with specific examples.

• Determine how the feedback will be shared — in a debrief with the interview panel? With a hiring committee?

Most importantly, be willing to iterate on your process. Try new approaches and refine your interview structure based on interviewer and candidate feedback.

Interviewing is a two-way street — it’s our job as recruiters to ensure they’re valuable to both the interviewees and interviewers. It’s often candidates’ first in-depth interaction with your company, so make it a positive one, even if it doesn’t result in an offer. And of course, an effective interview process should result in hiring candidates that are well-suited for the role and have longevity at your company, making it a valuable use of interviewers’ time.